LGBT Allies & ERGs

Your participation is voluntary. There are 52 questions that will take about 20 minutes to complete. You can also volunteer to be interviewed one-on-one. Responses will remain confidential and anonymous, and you will not be required to provide your name or any other identifying information if you do not wish to. If you would like, you can receive a full report of the findings free of charge.

what the study is about

In this study, we’re interested in helping companies build their talent management programs with LGBT employees, by developing more inclusive policies that support LGBT expatriation. We explore the views of Mobility Managers and D&I Leaders to understand how their companies facilitate the successful expatriation of LGBT employees.

With a specific focus on Allies and ERGs, our goal is to understand the extent to which these programs help LGBT employees to take advantage of mobility as a positive career step, and to what extent these programs meet the needs of LGBT expatriates both at home and abroad.

why it matters

For some time, research has been silent on the increasing importance of the lesbian, gay, bisexual and transgender (LGBT) expatriate workforce which, until recently, has been largely ignored as a potential source of global talent.

Increasingly, the international labor market is attracting more and more under-represented employees, and as such, becoming a more diverse labor pool, particularly of LGBT employees.

While change is slow, a number of talent managers are capitalizing on the productivity and performance gains that LGBT assignees bring. This has, in part, been due to substantive progress and awareness of “gay rights,” particularly in countries such as New Zealand, Argentina, The Netherlands, and Uruguay.

To date, the limited research on LGBT expatriates has focused on the employee's perspective in terms of their needs, views, challenges and issues. No study has yet explored LGBT expatriation from the company's point of view, despite the often pivotal role that mobility managers and diversity & inclusion (D&I) leaders can play in facilitating LGBT employee's desire to work abroad.

who should participate

Mobility Managers

Diversity and Inclusion (D&I) Leaders

Managers responsible for LGBT employee well-being

informed consent

Participation in this study is voluntary and you must give your informed consent. This will be explained when you begin the survey.

contact the research team

Have a question? Please contact us. We will do our best to reply within 72 hours.